Senior HR Manager/Talent Leader

About ITT:

ITT is a leading manufacturer of critical components for harsh environments that serves fast-growing end markets in flow, aerospace and defense, energy and transportation. Building on our heritage of innovation, we partner with our customers to deliver solutions to the key industries that underpin our modern way of life.Headquartered in Stamford, CT, we have more than 11,700 employees globally with operations in ~40 countries and sales in more than 125. At our core is our engineering DNA, with 1,280+ engineers, 1,700+ active global patents and ~51 manufacturing locations.

 

Our businesses are organized in three distinct segments, each based around our core engineering DNA: 

 

Industrial Process: A global leader in centrifugal and twin-screw pumps and engineered valves for chemical, energy, mining, and industrial applications. Our leading brands include the iconic Goulds Pumps (with more than 175 years of history), Bornemann, Habonim, Engineered Valves, Rheinhütte Pumpen and Svanehøj. 

 

Motion Technologies: A global leader in brake pads (ICE and electrified brake pads) and shock absorbers (energy absorption solutions) for transportation applications. Our leading brands include Friction Technologies, KONI and Axtone.

 

Connect and Control Technologies: A leader in critical applications for the aerospace, defense and industrial markets, including harsh environment connectors and control components. Our leading brands include ITT Cannon, Enidine, Aerospace Controls and kSARIA. 

Position Summary

The Senior HR Manager/Talent Leader will provide strategic HR partnership to Functional and Business leaders with a primary emphasis on building organizational capability, driving change, and advancing talent management outcomes. This Senior HR Manager/Talent Leader designs and delivers OD solutions, facilitates robust talent processes (reviews, succession, IDPs), and coach leaders to elevate performance, engagement, and readiness for growth. The role collaborates closely with COEs and site/business leadership to ensure people strategies enable business results.

Essential Responsibilities

HR Strategic Partnering & Organizational Development

• Diagnose organizational effectiveness using data (structure, spans & layers, capability, engagement), and design or facilitate OD interventions (org design, role clarity, process improvements, team effectiveness, leadership routines).
• Lead change management for transformations, ensuring stakeholder alignment, communications, and adoption plans that sustain outcomes.
• Coach leaders on culture, engagement, inclusion, and performance practices that enable high performing‑ teams.
• Enable performance management as a business priority—coach leaders on goal quality and feedback and improve the consistency of performance practices across teams.
• Partners with Finance to support CCT workforce planning (capability, capacity, critical roles, ratios, and finance KPIs) and provide insights that link talent decisions to business outcomes.
• Track engagement indicators and partner with leaders on action plans that measurably improve team health and retention.
• Use data (talent metrics, succession coverage, time to‑ fill for critical roles, internal mobility, performance distribution) to guide ‑decision-making‑; create dashboards and narratives leaders can act on.
• Ensure compliance with policies and standards across talent and HR operations; drive continuous improvement and simplification
• Supports projects and initiatives across the enterprise

Position Requirements

Talent Management & Leadership Development

• Drive end-to-end Talent Reviews for client groups and drive ‑follow-through‑ actions with leaders.
• Build and maintain succession plans for critical roles; ensure bench strength and readiness profiles are current and actionable.
• Facilitate Individual Development Plans (IDPs) for key talent and hold leaders accountable for development execution and progress.
• Support Learning and Development initiatives
• Partners with leaders to build a talent pipeline to include college programs; monitor conversion/retention for interns and emerging talent segments.

 

Minimum Requirements

• Bachelor’s degree in HR, OD, I/O Psychology, Business or related field; master's degree preferred.
• 10+ years of progressive HRBP experience, with strong OD and TM ownership at site/business scale.
• Proven facilitation/coaching skills with senior leaders; successful track record leading chang